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Community Foundation for Greater Atlanta · 2 weeks ago

Managing Director of People & Talent Strategy

Atlanta Office - Atlanta, GA 30303

Full-time

Hybrid

Director/Executive

$185K/yr - $195K/yr

8+ years exp

The Community Foundation for Greater Atlanta is one of the nation’s premier philanthropic institutions, managing over $1.6 billion in assets and serving as a trusted partner to more than 1,000 donors and nonprofit organizations. The Managing Director of People & Talent Strategy is responsible for advancing a people-first culture and ensuring that the Foundation's talent strategy and workplace experience reflect its core values while overseeing all areas of human resources and organizational culture.

CharityCommunitiesNon Profit

Responsibilities

Foster a culture grounded in accountability, care, and excellence

Design and implement strategies that enhance employee engagement, belonging, and trust across all teams

Partner with leadership to ensure policies, systems, and practices align with CFGA’s equity and inclusion commitments

Facilitate organization-wide learning, reflection, and team-building experiences that strengthen connection and shared purpose

Serve as a thought partner to senior leaders and managers to improve collaboration, communication, and team dynamics

Provide guidance and consultation to supporting organizations and FSOs on cultivating equitable, inclusive, and people-centered cultures aligned with CFGA’s standards

Develop and oversee CFGA’s Leadership Development and People Manager Program, leveraging internal and external facilitators, coaching partners, and learning platforms

Design professional development frameworks that support growth, career progression, oversee individual development plans, and retention across all levels

Manage contractors or consultants delivering training in management skills, communication, conflict resolution, and DEI

Support supporting orgs and FSOs in developing leadership and staff learning initiatives tailored to their organizational needs

Lead the organization’s talent strategy, ensuring equitable recruitment, onboarding, and retention of mission-aligned staff

Oversee workforce planning, job design, and succession planning in partnership with the COO and department leaders

Partner with hiring managers to ensure consistency and compliance in all stages of the hiring process

Design and oversee onboarding and orientation programs for both CFGA and FSOs to ensure consistent, inclusive employee experiences

Advise supporting orgs and FSOs on talent management processes, including recruiting, onboarding, and performance alignment

Lead CFGA’s performance management processes, including annual goal setting, midyear and year-end reviews, and feedback practices

Partner with Finance and external consultants to ensure compensation programs remain competitive, equitable, and mission-aligned

Strengthen recognition and reward systems to celebrate contributions and reinforce organizational values

Provide technical guidance to supporting orgs and FSOs on implementing fair and compliant compensation and performance practices

Serve as a trusted advisor for staff and managers, addressing employee relations matters with fairness, transparency, and empathy

Maintain and update CFGA’s Employee Handbook and HR policies to ensure compliance with applicable employment laws

Partner with external general counsel and HR consultants as needed to resolve sensitive personnel issues

Provide policy guidance and HR compliance support to supporting organizations and FSOs, ensuring alignment with legal and regulatory requirements

Oversee all day-to-day People & Culture operations, including HRIS administration, benefits, and payroll coordination in partnership with Finance

Lead continuous improvement of HR systems (e.g., Paycom) and workflows for greater efficiency and employee experience

Manage the department budget and oversee external vendor and consultant relationships, including recruiters, training providers, and benefits administrators

Support supporting orgs and FSOs with HR operations, vendor management, and compliance processes as needed

Qualification

HR leadership experienceStrategic talent initiativesEmployee relations best practicesLeadership development programsHR compliance knowledgeRelationship-building skillsCultural sensitivityCoaching backgroundChange managementOrganizational developmentHRISCertifications SHRM-SCPCertifications SPHREmotional intelligenceCollaboration skills

Required

8-10 years of progressive HR or People & Culture leadership experience, including at least 5 years leading teams or departments

Proven experience designing and implementing strategic talent initiatives and culture programs in complex, mission-driven organizations

Strong knowledge of federal and state employment laws, HR compliance, and employee relations best practices

Experience leading leadership development, learning, or organizational effectiveness programs

Exceptional relationship-building and communication skills with the ability to influence at all levels of the organization

Ability to advise external partners (supporting orgs and FSOs) with professionalism, confidentiality, and cultural sensitivity

Commitment to equity and inclusive practices; high emotional intelligence and collaboration skills

Preferred

Experience in a philanthropic, community foundation, or nonprofit organization

Familiarity with HRIS platforms such as Paycom

SHRM-SCP, SPHR, or similar professional certification

Background in coaching, change management, or organizational development

Benefits

Two weeks accrued paid sick leave

Four mental health days

Two personal days

Two floating holidays

Ten holidays

100% employer-paid benefits (medical, dental, vision) for employee-only insurance plans

100% employer-paid life insurance and AD&D

100% employer-paid short-term disability and long-term disability

100% employer-paid parking downtown Atlanta or monthly MARTA card

Affordable plans for legal insurance, critical illness, supplemental life, and more

Employee Assistance Program

Immediate eligibility to contribute to a 403(b) plan, plus a 6% employer-paid contribution after one year of employment—regardless of employee contributions.

Individual Development Plans (IDPs) for each team member including trainings, resources, development opportunities, etc.

Two Wellness Rooms for mental health with self-care items

Fun monthly employee engagement activities